The Mind Matters: The UAE’s New Mental Health Law

The UAE has published a new UAE Federal Mental Health Law replacing legislation from 1981, with the effective date set for 30 May 2024. This new law is designed to oversee the treatment and safeguarding of rights of psychiatric patients. However, the law also impacts the dynamics between employers and employees dealing with mental health challenges. We outline the key points distilled from the legislation in our article below.

1. Applicability of the Mental Health Law

The Mental Health Law applies to individuals classified as Psychiatric Patients, encompassing those experiencing disturbances in thinking, mood, behaviour, perception, memory, and/or other mental abilities that significantly impact social, employment, or educational functions or lead to psychiatric suffering. These disorders align with recognised psychiatric classifications by international organisations and bodies. Notably, each Emirate is mandated to establish a dedicated committee tasked with monitoring and ensuring the protection of patient rights. 

2. Employers’ obligations under the Mental Health Law

Article 9 of the Mental Health Law outlines the general rights of psychiatric patients within the employment sphere, emphasising:

a. Protection from termination 

Paragraph 5 of Article 9 prohibits employers from imposing work restrictions or terminating employment based solely on a mental disorder, unless supported by a report from a specialised medical committee. This provision introduces a notable shift in employer-employee dynamics regarding mental health considerations raising questions about alignment with existing UAE Labour Law provisions, particularly concerning termination rights following exhaustion of sick leave entitlements.

b. Right to confidentiality

Article 9 further contains an obligation on employers to maintain strict confidentiality regarding a patient's mental health information, safeguarding their privacy and dignity in the workplace. 

Workplace considerations

When considering the Mental Health Law, employers may wish to consider the following additional workplace impact points:

• Training and Support Programs: Employers should consider implementing training programs and support initiatives to educate employees about mental health awareness, reduce stigma, and promote a supportive work environment for individuals facing mental health challenges.
• Reasonable Accommodations: Employers may wish to consider implementation of reasonable accommodations for employees with mental health conditions, such as flexible work arrangements, adjusted job duties, or access to mental health resources within the workplace.
• Employee Assistance Programs (EAPs): Companies may benefit from enhancing or establishing EAPs to provide confidential counseling, mental health resources, and support services for employees navigating mental health issues.
• Compliance Monitoring: HR departments should develop mechanisms for monitoring compliance with the Mental Health Law, including regular audits, and policy reviews.
• Policy Reviews: Employers may consider seeking legal consultation to ensure that their policies, procedures, and actions align with legal requirements and best practices.

These additional workplace impact points emphasise the importance of proactive measures, support systems, and compliance monitoring to create a mentally healthy and legally compliant work environment in light of the new Mental Health Law.

3. Violations of the Mental Health Law

The Mental Health Law imposes a spectrum of penalties for violations of the law, including potential imprisonment and fines ranging from AED 50,000 to AED 200,000 per breach. While the potential penalties are clear, the effective enforcement and application of these measures rely heavily on the forthcoming Implementing Regulations. These regulations, which are expected to be issued within a year of the law being published, are expected to provide detailed guidelines, procedures, and mechanisms for enforcing the Mental Health Law. Key aspects that stakeholders anticipate clarification on include:

• Reporting and Investigation Procedures: Clear protocols for reporting violations, conducting investigations, and gathering evidence to support enforcement actions.
• Sanction Determination Criteria: Criteria for determining the severity of violations and assessing appropriate penalties, taking into account factors such as intent, harm caused, and mitigating circumstances.
• Appeal and Review Processes: Mechanisms for appealing penalties, seeking redress for unjust sanctions, and ensuring procedural fairness in enforcement actions.
• Compliance Monitoring and Reporting Obligations: Requirements for entities subject to the law to establish internal compliance mechanisms, conduct regular audits, and report on their adherence to legal requirements.
• Coordination with Other Legal Frameworks: Clarity on how the Mental Health Law aligns with and complements existing laws and regulations, particularly in areas such as employment, healthcare, and privacy rights.

4. Broader implications of the Mental Health Law

Beyond its impact on employers and employees, the Mental Health Law also addresses crucial aspects of healthcare, including: 

• Patient rights in accessing mental health care services;
• Establishment and functioning of a patients’ rights committees to oversee and advocate for patient welfare; 
• Guidelines for admission to mental health facilities; and
• Provision of outpatient therapeutic care. 

Medical professionals, healthcare facilities, and employers must familiarise themselves with the nuances of this legislation to ensure compliance, protect patient rights, and foster a supportive environment for individuals grappling with mental health challenges.

This overview underscores the significance of the UAE's new Mental Health Law in reshaping legal and ethical standards pertaining to mental health care and employment practices within the country.